Performance Improvement Plan Template
A PIP template with specific required outcomes, the support being provided, a review schedule and the three possible outcomes stated up front — so the plan is genuinely about improvement.
Free · No sign-up · Nothing leaves your browser · Figures reviewed 22 September 2026
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Factual and specific, with examples and dates. Not characterisation.
The section that decides whether this is a genuine plan. Be concrete.
Nothing you type here leaves your browser — the document is built on this page, and there is no server to send it to. Printing gives you the document alone, without the page around it.
Still to fill, shown as [square brackets] below: Company name, Employee name, Performance concerns
[COMPANY NAME]
PERFORMANCE IMPROVEMENT PLAN
============================================================
Employee: [Employee name]
Designation: [Designation]
Manager: [Manager name]
Plan period: 8 weeks from [Start date]
PURPOSE
This plan sets out where performance is falling short, what improvement is
required, the support being provided, and how progress will be reviewed. It is
intended to help the employee succeed in the role.
1. WHERE PERFORMANCE IS FALLING SHORT
Factual and specific. Examples with dates, not characterisations.
[Set out the specific gap, with examples and dates.]
2. WHAT IS REQUIRED
Each item must be specific, measurable and achievable within the plan period.
Required outcome Measure By when
----------------------------------------------------------------------
----------------------------------------------------------------------
3. SUPPORT PROVIDED
A plan with requirements and no support is a notice period with paperwork.
[Training, mentoring, changed workload, clearer priorities, more frequent
feedback — whatever is genuinely needed and will genuinely be provided.]
4. REVIEW SCHEDULE
Weekly one-to-one with the manager, 30 minutes, for the 8 weeks
Mid-point review: week 4
Final review: week 8
5. OUTCOMES
At the end of the plan period one of the following will apply:
• Performance has improved to the required standard. The plan ends.
• Improvement is under way but not complete. The plan may be extended once,
in writing, for a stated period.
• Performance has not improved sufficiently. This may lead to a change of role
or to termination of employment, following the process the law requires.
6. EMPLOYEE COMMENTS
If there are circumstances affecting your performance — health, personal
circumstances, workload, anything about how the role is set up — raise them now
rather than at the end of the plan.
Employee
Name: [Name]
Signature: [Signature] Date: [Date]
Manager
Name: [Name]
Signature: [Signature] Date: [Date]
Human resources
Name: [Name]
Signature: [Signature] Date: [Date]
Signing acknowledges receipt and discussion of this plan. It does not indicate
agreement with the assessment above.A PIP is often the record relied on if an employment later ends. Keep it factual, keep the support genuine, and take advice before the final decision.
A performance improvement plan with requirements and no support is a notice period with paperwork, and everyone involved knows it. The support section is what makes the difference between a plan and a formality.
Stating all three possible outcomes up front is also deliberate. A plan that only mentions termination has already decided.
Frequently asked questions
- How long should a performance improvement plan be?
- Long enough for the improvement to be demonstrable — typically 30 to 90 days depending on the role and the cycle of the work. A plan shorter than one full cycle of the work cannot show anything.
- Does a PIP always lead to termination?
- It should not, and where it always does, people stop treating it as an improvement process. A plan with real support, specific measures and an honest mid-point review produces genuine recoveries often enough to be worth running properly.
- Can an employee refuse to sign a PIP?
- Signing acknowledges receipt, not agreement, and the document should say so. If they refuse, record that fact and send a copy by email so receipt is not in dispute.
About this tool
Built by the ViniOffice team. Figures and rules last reviewed 22 September 2026 against the statutory reference this team maintains. Indian statutory rates are date-effective and change by notification — confirm against the current one before running payroll or filing. A PIP is often the record relied on if an employment later ends. Keep it factual, keep the support genuine, and take advice before the final decision.
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